Improved information technology is critical to the success of any company. Sue DeWalt makes an important point that any HR software must address three essential requirements: protect of employee privacy; adhere to statutory notice and report requirements; and follow appropriate record retention rules (DeWalt 92). Human resources tracking system software usually allows companies to track and report a variety of HR-related tasks, including:
I interviewed Steven Kozack, editor of Covering Human Resources, an e-newsletter directed to Human Resources professionals. Mr. Kozack answered a few questions about purchasing HRIS tracking software for a small business:
Question: What is your opinion of installing a stand-alone software package for tracking applicants for EEOC compliance and reporting purposes in a small business?
Answer: The EEOC prohibits discrimination based on age, disability, national origin, pregnancy, race, religion, gender or sexual orientation. I am not aware of any software that tracks only these factors. Smaller HRIS software is usually designed to organize and automate HR and employee benefits administration.ö Kozack added: ôEven if this type of software exists, it would likely be part of a much larger HR applicant tracking software package, and this type of software can be difficult to use because of its complexityö (Kozack). Generally, aapplicant tracking software tracks skills, education, past employers and other background information on each applicant, EEO related data on applicants if available, sends and tracks letters seeking employment verification, and/or verification
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